Behaviours

Provides Constructive Feedback And Recognition

Ensures consistent feedback loops and methods of performance metrics are established up front.

Behaviours

Provides Constructive Feedback And Recognition

Describe a time when you set up performance metrics at the beginning of a project.

Behaviours CARD

Provides Constructive Feedback And Recognition

Ensures consistent feedback loops and methods of performance metrics are established up front.
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BEHAVIOURS CARD

The card itself

Pages 125 and 126 of the Better Deck.

Front

Behaviours

Provides Constructive Feedback And Recognition

Ensures consistent feedback loops and methods of performance metrics are established up front.

Behaviours

Provides Constructive Feedback And Recognition

Describe a time when you set up performance metrics at the beginning of a project.

Back

Behaviours

Provides Constructive Feedback And Recognition

Ensures consistent feedback loops and methods of performance metrics are established up front.

Behaviours

Provides Constructive Feedback And Recognition

Describe a time when you set up performance metrics at the beginning of a project.

FRONT OF CARD

Front text

Extracted from page 125.

LEADERSHIP

Better The Deck

1.  Offer specific and actionable feedback to help individuals improve their performance or skills?
2.  Provide feedback in a timely manner, ensuring it is relevant and addresses the specific areas of improvement?
3. Recognise and acknowledge the achievements and contributions of others, expressing appreciation for their efforts?
4. Balance constructive criticism with positive reinforcement, creating a supportive environment that encourages growth and motivation?

IMPACT P R O V I D E S C O N S T R U C T I V E F E E D B A C K A N D R E C O G N I T I O N CRAFT (MIMTSK) CHARACTER (WIRE) CAPACITY (ME) DRIVE (TV) =

MIMSKIETV

BACK OF CARD

Back text

Extracted from page 126.

LEADERSHIP

Better The Deck

1. Describe a time when you set up performance metrics at the beginning of a project. How did these metrics influence the team’s progress and results?
2. How do you ensure that feedback is provided to team members promptly and constructively, especially when areas of improvement are identified?
3. Can you provide an example of when you recognized and celebrated a team member’s success or contribution? How did it impact the team’s morale?
4. How do you tailor your feedback and support to align with the unique strengths and development areas of each team member?
5. Discuss a situation where understanding a team member’s strengths and areas for development helped you provide the right opportunities for their growth.

P R O V I D E S C O N S T R U C T I V E F E E D B A C K A N D R E C O G N I T I O N

REFER TO COACHING ROUND THREE INSTRUCTIONS

FRAMEWORK CONTEXT

Where this card fits

Coaching rounds

  • Round 3 - Connect to Competencies Translate capability needs into observable behaviours that can be sorted and coached.
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Recipes

  • Better Performance for a Person Diagnose what is really driving underperformance or excellence in an individual.
  • Better Coaching (Full) Run the complete six-round coaching cycle using the full Better deck.
  • Better Self-Reflection Use the deck as a mirror for structured self-awareness and honest development choices.
  • Better Performance for a Team Calibrate a team against what actually matters and surface collective hot spots.
  • Better Role Design Define a role by connecting capabilities, competencies, catalysts, and priorities.
  • Better Starts Use the deck to sharpen project initiation, scoping, and role alignment.

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